It is important that employers, managers, and HR take the initiative to ensure employees have time and space for them to unwind from work. Dr Cheryl Lythgoe offers four steps that you can follow.
In the last few years the way that we work has changed. Many of us are now working in hybrid or remote roles.
The technology has enabled employees to make and receive calls, access emails and files, even outside of normal working hours, wherever they may be.
The expectation that employees are always available and reachable, even if it is convenient at times can have a negative impact on the wellbeing of a person.
According to our research, over half (58%) believe that work negatively affects their mental health.
In the past three months, searches for “how to achieve work-life balance” and “how to struggle to switch off from your work” have risen by +200% each.
Here are four tips to reduce the risk of a 24/7 working environment for employers.
Establish reasonable communication expectations. Some workers prefer to send email outside of work hours. This may be because they only have a limited amount of time in their day, or feel more productive in the early morning or evening.
This may be a good solution for some people, but it’s important to let others know they don’t have the same obligation. Emails do not need a reply the same day.
Managers must communicate clearly and consistently the expected timeframes for responding to emails, keeping in mind that these should be realistically based on work hours.
If you tend to send email before or after your ‘official’ office hours, it may be useful to add a line to the signature stating that you don’t expect a reply outside of regular office hours.
Encourage employees to take regular breaks.
Encourage employees to take frequent breaks from their computers, whether they are at work or working from home. It could be as easy as encouraging employees to leave their desks on their lunch break, to get up and speak with colleagues instead of emailing them, or to go outside to breathe some fresh air.
Exercise is also linked to higher productivity and achievement. Consider promoting exercise in the workplace to help your team prioritize their mental and physical health. For example, a morning running club or a yoga session.
Set boundaries that are clear and consistent.
Lead by example as a manager or an employer when it comes time to set boundaries. You might consider:
- Set aside specific times to check your emails during the day. This will help you avoid being distracted by it.
- If possible, avoid booking meetings during lunchtime.
- Take personal appointments throughout the day.
- Spend an hour a day on focused work.
Talk to your employees about their boundaries. This will allow them to maintain a balance between work and life and be more productive.
Develop mental support systems. One in four UK citizens will have a mental issue at some point in their lives. Employers must provide their employees with adequate mental health care.
Employers must address their employees’ wellbeing, provide them with adequate support and set an example for the implementation of effective policies.
This could include providing mental health training for line managers or giving employees access to qualified therapists on a mental helpline. You could also introduce regular mental-health days for people to focus on their well-being and take a day off from work.
Introduce team volunteer days and programs to give back to the local community and to employees.
Different people may respond better to different types of help. You will demonstrate that mental wellbeing in the workplace is a top priority by introducing an array of mental health policies.
We all know that stress at work and burnout can have serious physical, mental and economic consequences.
Burnout is characterized by depersonalisation and decreased personal interaction. Chronic stress increases the risk of depression and anxiety. It can also lead to poor sleep, cardiovascular problems, and a weakened immunity system.
Employers, managers, and HR also have a role to play in improving employee wellbeing.
Stress management can be difficult when we don’t address issues like constant pressure or environments that are always on.
Employers must therefore address the issue of employee wellbeing, provide support and set an example for employees.
The benefits of investing in mental health at work are not limited to the individual employee, but also can increase team morale and productivity.
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